SDR assessment: the Quota.ai case study.
An AI oral assessment, trained by sales experts.
What it tests.
Most SDR interviews test polish. This one tests the four behaviours that decide whether someone ramps: curiosity, coachability, communication and grit. The candidate steps into Quota.ai, a Series A SaaS company, and works a live scenario. We score what they do, not what they say they would do.
Alongside the behaviours, the assessment surfaces the SDR craft on display: how they research an account, how they open a cold call, how they handle an objection, and whether they can run the pipeline maths out loud. Where a skill is not surfaced, we say so, so you know exactly what to probe in your own interview.
Who it's for.
Built for mid-market SDR roles at Series A to Series C SaaS companies, with outbound and inbound mixed motions. It works for experienced SDRs and for graduates with the raw behaviours to ramp fast.
It is a skills snapshot, not a pass or fail verdict. Every candidate gets a developmental read on how they sell. Your hiring team gets a fit report and an interview guide that points to exactly where to dig.
What we look for.
Four behaviours, each scored with a direct quote behind the read.
Do they dig into the buyer's world, or stop at the product?
Do they take a reframe and use it on the next question?
Do they structure an answer and hold shape under pressure?
Have they worked through a dry stretch, with specifics?
Common questions.
How is this different from a normal interview?
A normal interview tests how someone talks about sales. This tests how they do it. The candidate works a real scenario by voice, and we score the behaviours and craft they actually demonstrate, with a direct quote behind every read. You get evidence, not impressions.
What does a candidate actually do?
They join a 15-minute voice conversation set inside Quota.ai, a Series A SaaS company. They are asked to think through real SDR moments: building a picture of the buyer, opening a call, handling push-back, working the numbers. It feels like a working session, not a quiz.
Do candidates need to prepare?
No revision needed. We are not testing whether they have memorised a framework. We give them the company brief at the start, then assess how they think on their feet. The strongest signal comes from how they reason, not what they already know.
What do we get back?
Three things: an internal score across the four behaviours with the evidence behind each, a developmental profile the candidate can keep, and a fit report against your role with suggested interview probes. You can see exactly where someone is strong and where to coach.
Book a call.
30 minutes to scope your role and run this test on real candidates.
Book a callRead the methodology.
The four behaviours every test scores against. Published in full.
Read the methodology